HR Partner - Information Technology & Operations

The University of Kansas, Human Resources (HR) at the Lawrence campus is excited to recruit an HR Partner to serve our Information Technology (IT) and Operational units of Public Safety, Transportation and Emergency Management. The role of this position is designed to build strong relationships with assigned unit leaders and employees for HR related needs, provide consistency in the delivery and application of HR policies and practices, and to have a strong understanding and communication with Central HR.

The HR Partner serves as an extension of the Central HR team and is responsible for managing a broad range of human resource services in support of the University's mission. This position provides guidance on a wide range of matters including employee relations, compensation, organizational structure, workforce planning, recruitment, employee retention and engagement, culture, onboarding and other essential HR functions while enhancing compliance with university policies, Kansas Board of Regents, Federal, State, and local laws and collective bargaining agreements (as applicable).

The HR Partner reports to the Associate Vice Chancellor of HR Partnerships with day-to-day oversight and direction from the units leadership team(s). The HR Partner will be integrated into the unit with a deep understanding of the unit(s) unique culture and strategic mission, vision, goals, and needs. The HR Partner will be in-person, located on the Lawrence campus and may occasionally work evenings and weekends as needed to connect with the units they support. HR partners for One KU Offices will also engage and collaborate with the University of Kansas Medical Center HR Partner to provide aligned communication and integration activities aligned with the One KU initiative.

KU's main campus in Lawrence, Kansas is located within a commutable distance between Kansas City and Topeka. KU's excellence is a result of the rich tapestry of experiences, perspectives, and backgrounds of faculty, staff, students, and colleagues from across our nation and the globe. At KU, we invest in continuous learning and growth by creating a climate where people engage in respectful dialogue and debate and support each other's success. We foster a culture of care where each person is valued. When people feel a true sense of belonging, we believe they are better able to reach their full potential and achieve remarkable things.

1. Principal Liaison with Unit-Based Leaders, Employees, and Central HR - 50%
   1. Serves as the HR primary point of contact for all leaders and employees within the designated unit(s) and coordinates with the appropriate centralized HR Team. Ensures visibility and accessibility to the unit(s) assigned.
   2. Provides advice and counsel on a wide range of HR matters, issues, policies, and programs to leadership, supervisors and employees.
   3. Serves as a resource and key contact for ensuring HR compliance within the unit, providing information and updates regarding key HR activities, programs, policy changes, deadlines, new initiatives, disseminating HR-related updates, and information.
   4. Engages and participates with HR to be fully informed of new processes, procedures, initiatives or activities and enhance communication efforts across the served unit(s). May participate in the design, development, implementation or testing of new technology for enhancing process activities or reporting.
   5. Coordinates with HR on key employee initiatives that improve time and leave reporting outcomes, university required training activities, benefit enrollment (as applicable), etc.

1. Employment Lifecycle Support for Employees, Supervisors, and Leadership - 40%

Based on the needs of the unit and its employees, the HR Partner may participate in any of the following activities to ensure that the university provides the best possible people support at the individual and leadership level.

1. 1. Recruiting, Hiring and Onboarding
      1. Provides advice and guidance as needed on job description development, compensation ranges, search activities and best practices.
      2. Works with leadership on developing a strategic hiring plan to meet unit and university goals, following university processes and deadlines for requests.
      3. Engages with new hires and assigned supervisors to develop, coordinate and oversee unit specific onboarding and orientation activities. Answers benefit and perk information as appropriate.
      4. Engages and informs employees of programs and activities focused on wellness, appreciation, recognition, engagement and community building.
      5. Serves as an ongoing resource for employees during their transition into the organization and throughout the employee's lifecycle. Works with HR and employees to ensure communication and completion of annual activities (i.e., open enrollment, time and leave reporting, training, evaluation activities, etc.).

1. 1. Employee Relations & Workforce Development
      1. Serves as a resource to employees experiencing workplace concerns and issues within the unit(s). Provides guidance to unit(s) supervisors to address employee relations matters at levels consistent with established protocol.
      2. Offers guidance to supervisors for appropriately utilizing performance management tools including performance coaching, setting goals, and the annual performance review process.
      3. Provides guidance on collective bargaining agreement obligations including those related to employee discipline and working conditions coordinating through central HR resources.
      4. Coordinates with HR regarding employee leave programs.
      5. Participates in the off-boarding and exit interview processes and ensures compliance with HR policies.
      6. Escalates significant issues to appropriate departments (e.g., Central HR, Faculty Affairs, Office of General Counsel, Office of Civil Rights/Title IX).
      7. Identifies unit(s) workforce planning, organizational design, and training needs in coordination with HR and unit(s) leadership. Uses workforce planning data and analytics to inform the unit(s) specific strategic plans.
      8. Engages in unit(s) succession planning in collaboration with the unit(s) leader(s) as needed.

1. 1. Culture, Engagement, and Retention
      1. Assesses levels of employee engagement and designs unit(s)-specific programs and efforts to support high levels of employee engagement and retention.
      2. Communicates and promotes engagement and recognition programs and activities, including engagement surveys and results, and identifies and implements best practices.
      3. Monitors engagement and morale and helps inform broader unit(s) strategies and programs.
      4. Reinforces and supports programs and communications from HR.
      5. Participates in HR workgroups and teams to actionize suggested efficiencies and improvement.
      6. Participates in the off-boarding and exit interview processes and ensures compliance with HR policies.

1. 1. HR Compliance
      1. Ensures unit(s) comply with University HR policies and practices.
      2. Works to support HR with timely compliance of time and leave activities.
      3. Supports unit(s) compliance with federal, state, Kansas Board of Regents and local employment laws and regulations.
      4. Provides guidance on data collection required for HR transactions. Assists with transactional HR actions, as applicable, through the employee lifecycle as appropriate.
      5. Works to support HR communication efforts with supported unit(s). Aids with deadlines, has an understanding of the application of new policies, procedures and processes.
      6. Works with unit(s) to comply with University reporting activities and tracking of activities and tasks, including mandatory employee trainings.

1. Other - 10%
   1. Other duties as they pertain to HR and the unit(s).
   2. Engages in on-going professional development and continuing education opportunities.

This position will work primarily on the Lawrence Campus.

A complete application packet will consist of a resume, a cover letter detailing how you meet the required qualifications, and 3 professional references.

First Review of applications will begin Monday, April 13th, 2026, and will continue until a pool of qualified applicants has been obtained. #LI-HR1

Rebecca Terry
Associate Vice Chancellor for HR Partners
rreiling@ku.edu
785-864-0461

Starts at 80,000

Monday April 13, 2026

Tuesday May 26, 2026